Every other Friday off, Great people to work with (includes engineers), Good benefits, Fitness Center, matching 401K now up to 6% since pensions are no longer offered. Challenging technologies to work on. Clean world class manufacturing facilities. Lots of training available if you have a smart manager who wants you to improve.

Cons

Hard to move up in a pay grade unless you move to another business unit. The ugly part is you are the first to be RIF'd if you moved to a new business unit and there are DOD budget cuts or the new contracts are delayed or did not get awarded. Like all companies some managers promote their suck ups into leadership positions and you have to learn how to deal/work with them if you need to stay put.

Advice to ManagementAdvice

Fire managers who use intimidation on their workers - it prevents continuous improvement and quality. The new generation of workers do not need diversity training - they grew up with diversity as a way of being. Stop age discrimination. Pay more for experienced workers - you still need them.

Low annual raises, promotions and better raises are reserved for the top 5% and are more subjective than objective

Advice to ManagementAdvice

Tie merit increases completely to the program's input and not base it on functional input. This seems like it would not reward employees for improving the department. However, employees can be rewarded by individual and team awards for their functional efforts. In short, program input should decide merit raises and awards should be used to drive functional improvements.